Strategic human resource management is the end product of success in conduction workplace investigations, vendor management, human capital management, and more.
Our human resource management articles can help you vastly improve your human resources planning, HR policies, and human resource training.
Here’s a warning for HR professionals who are reviewing personnel files for use in a lawsuit: Don’t even think about playing games with the judge by failing to hand over everything. For example, if you provide only negative information, chances are a judge won’t be pleased.
No state or federal law requires an employer to establish a progressive discipline policy. But if your organization has one, make sure you follow it. Steps to keep in mind when doling out discipline under a progressive discipline system:
OSHA’s website offers timely advice to help employers plan for and respond to the threat of tornadoes and wildfires. The site covers how to develop an emergency plan, and features checklists and links to additional resources.
A recent performance review described a talented but frustrating worker as the organization’s “most difficult.” Among many faults, bosses zeroed in on these:
Researchers who studied PricewaterhouseCoopers’ Millennial employees found that several factors are key to retaining today’s youngest workers and helping them succeed.
You can’t prevent all sexual harassment, but you can do plenty to avoid liability when it does happen, at least when the harasser is a co-worker. Start with a clear anti-harassment policy, and make sure everyone understands it.
Small and midsize organizations often temporarily rotate employees between jobs due to small staffs and turnover. So why not turn an informal necessity into a formal career development program?
Managers are responsible for stopping harassing behavior about which they know or should have known. This means that they can’t wait for an employee to file a complaint with them. These steps should be taken in response to a harassment situation.
Q. An employee has brought to my attention that another employee seems to be spending much of the workday posting to a social media site ... Apparently, the website doesn’t require being someone’s “friend” to see their social media activity. Is it OK if I sign up with the site to monitor his use?
Most companies maintain large amounts of data about their employees, some of which may be considered personally identifiable information. It must be carefully guarded to ensure employee privacy and prevent identity theft. You must understand the relevant laws and your obligations to protect employee data.